lnu.sePublications
Change search
Refine search result
12 1 - 50 of 61
CiteExportLink to result list
Permanent link
Cite
Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
Rows per page
  • 5
  • 10
  • 20
  • 50
  • 100
  • 250
Sort
  • Standard (Relevance)
  • Author A-Ö
  • Author Ö-A
  • Title A-Ö
  • Title Ö-A
  • Publication type A-Ö
  • Publication type Ö-A
  • Issued (Oldest first)
  • Issued (Newest first)
  • Created (Oldest first)
  • Created (Newest first)
  • Last updated (Oldest first)
  • Last updated (Newest first)
  • Disputation date (earliest first)
  • Disputation date (latest first)
  • Standard (Relevance)
  • Author A-Ö
  • Author Ö-A
  • Title A-Ö
  • Title Ö-A
  • Publication type A-Ö
  • Publication type Ö-A
  • Issued (Oldest first)
  • Issued (Newest first)
  • Created (Oldest first)
  • Created (Newest first)
  • Last updated (Oldest first)
  • Last updated (Newest first)
  • Disputation date (earliest first)
  • Disputation date (latest first)
Select
The maximal number of hits you can export is 250. When you want to export more records please use the Create feeds function.
  • 1.
    Ahlqvist, Tove
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Direktivet om uthyrda arbetstagare: Hur påverkas den svenska bemanningsbranschen?2009Independent thesis Basic level (degree of Bachelor), 15 credits / 22,5 HE creditsStudent thesis
    Abstract [sv]

    Arbetsmarknaden i Sverige har de senaste åren genomgått en markant flexibilisering i form av förändrade arbets- och organisationsformer. I takt med olika omvärldsförändringar har intresset för alternativa arbetsformer av diverse slag ökat. Bemanningsbranschen tillgodoser kravet på flexibla arbetsformer och är en bransch som har genomgått en kraftig tillväxt de senaste åren. I oktober 2008 antog EU ett bemanningsdirektiv vars syfte är att förena flexibla arbetsformer med en social trygghet för personal som hyrs ut av bemanningsföretag. Det antagna direktivet innehåller en likabehandlingsprincip som innebär att inhyrda arbetstagare ska ha minst samma grundläggande arbets- och anställningsvillkor som dem som anställts direkt av kundföretaget för samma tjänst.

     

    Syftet med uppsatsen är undersöka hur den svenska bemanningsbranschen påverkas av det nya direktivet. De inledande frågeställningarna utreder vad direktivet reglerar samt hur denna reglering skiljer sig från nu gällande svensk reglering. Utifrån jämförelsen diskuteras slutligen vilken övergripande påverkan direktivet kan komma att ha på bemanningsbranschen i Sverige. Bemanningsbranschen har haft en ledande roll i den flexibilisering som har skett på den svenska arbetsmarknaden de senaste åren och den har skapat långsiktiga förändringar när det gäller arbetsmarknaden organisation. De aspekter som kan komma att påverka bemanningsbranschen tas upp i den avslutande delen och gäller huruvida flexibiliteten ökar eller minskar samt om den svenska arbetsmarknadsmodellen kan komma att hotas i och med implementeringen av direktivet. Direktivet diskuteras även utifrån ett internationellt perspektiv samt ett jämställdhets- och mångfaldsperspektiv.

     

     

     

     

  • 2.
    Axberg, Malin
    Växjö University. Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Lönekartläggning: Effektiv metod för att förhindra osakliga löneskillnader mellan könen?2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 3.
    Ayar Médoc, Rebecca
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Den semidispositiva arbetstidslagen: En studie av hur EU-direktiv, svensk lag och kollektivavtal samspelar kring arbetstidsreglering2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Working time is a constantly discussed topic. In Sweden working time is largely controlled by collective agreements. About 90% of all workers are covered by a collective agreement. For those who are parts of a collective agreement, it is important to consider the regulations in both the Swedish Arbetstidslagen (ATL) and the Working Time Directive (the Directive) when making a collective agreement. The purpose of this thesis is to examine various aspects of working time regulation in the form of directives, law and collective agreements. The thesis intends to contribute to knowledge of how the regulations regarding working hours in Sweden meet the requirements of the Directive by the EU. Further, the purpose is to examine how deviations from ATL can be regulated by collective agreements.

    The legal dogmatic method has been used in combination with an EU legal method. Directive, law, preparatory acts, case law, doctrine and literature were studied to investigate the legal situation. Collective agreements have been used as a source of law as well as empirical material. When studying implementation of the Directive to Swedish law, certain contradictions can be identified. The Swedish model collides with the Directive and the Swedish legislators as well as the Labour court choose to safeguard the Swedish model. Another contradiction is the purpose of the directive, protection of worker's health and safety, it is important and the Court of Justice of EU returns to it in many cases. A counterpart is lacking in ATL, instead, a connection is made to AML. Furthermore, the definition of working time is an issue where differences can be noticed between the Directive and Swedish law. Interpretations of the Court of Justice of EU and ATL defines different interpretations of call time and a new case may affect the travel time. The Court of Justice of EU calls the member countries to have equivalent definitions of working time and it should originate from the Directive.

    Regarding deviations through collective agreements the study shows that there are difficulties to interpret 3 § ATL, which is giving contradictory instructions regarding deviations. The paragraph and the EU-lock puts a great responsibility on the parties of the labour market to be familiar with both the Swedish law and the Directive. Some regulations are better for workers in ATL than the Directive at first glance, but this can be settled by collective agreements. Practice shows that there may be errors in the preparation of collective agreements.

  • 4.
    Bäck, Jeanette
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Svensk arbetsrätt efter Laval-målet2008Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    The national authorities in Sweden have entrusted management and labour with the task of setting, by way of collective negotiations, the wage rates and other terms and conditions of employment. The parties on the labour market, i.e. trade unions and employers have reached collective agreements, which prescribe the current terms and conditions. The autumn of 2004 something happened that has lead to questions about the role of the social partners and collective agreements, and whether the existing Swedish practice is compatible with rules of the EC Treaty on the freedom to provide services and the prohibition of discrimination on grounds of nationality.

    Byggnads and Elektrikerförbundet (Swedish trade unions) toke collective actions with the aim of having a Latvian company, Laval un Partneri Ltd, to sign a Swedish collective agreement. The company posted Latvian workers to Sweden for the construction of a school in Vaxholm.

    However, the dispute between the contending parties was about more than the construciton of a school. Finally the question concerned whether the freedom to provide services should be in a superior position, prior the fundamental right to strike.

    In December 2007 the Court of Justice delivered the judgement in the Vaxholm dispute (or case C-341/05 Laval). The Court judged that the rules of the EC Treaty precluded Byggnads from taking collective actions. The collective actions were with other words not allowed. Lex Britannia, the rule that gives Swedish trade unions the right to take collective actions to force foreign providers of services to sign a Swedish collective agreement, was found to give rise to discrimination. This means that the Swedish labour law is not compatible with the rules of the EC Treaty on the freedom to provide services. For that reason the Swedish labour law now has to amend.

    The purpose of this essay is to investigate conceivable changes of the labour law in Sweden, as an adjustment to the rules of the EC Treaty. 42 § MBL, which includes lex Britannia, and the Law on the posting of workers are some national regulations that can be amended. Several others changes could be done, e.g. introduction of a principle of proportionality in the Swedish labour law, or a demand from the Swedish government for an exception of collective agreements and collective actions in the Treaty of Lisbon.

  • 5.
    Carlsson, Jenny
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Etnisk diskriminering i rekryteringssituationer: Hur skyddet ser ut i Sverige och vad arbetsgivare kan göra för att förhindra diskriminerande rekryteringar2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Ethnic discrimination is still a problem in the Swedish employment market. The Ombudsman against Ethnic Discrimination received 154 complaints relating to discrimination due to ethnicity in the working life in 2012. In addition, reported unemployment rates in Sweden differ markedly between native-born and foreign-born.

     

    The purpose of this paper is to investigate how protection against ethnic discrimination in recruitment looks like in Sweden and describe different methods an employer may use to prevent that ethnic discrimination occurs in recruitment situations. The first and second issue of the essay concern what protection there is in Sweden against ethnic discrimination in recruitment situations, based on international and national law. The traditional legal dogmatic method, which describes the valid law, is used in these sections. The third and fourth question formulation deals with different methods an employer may use to prevent discriminatory recruitment with elements of ethnic discrimination. This section contains a description of the active measures that can be found in the Discrimination Act, a proposal for recruitment process is presented and the method of using anonymous job applications is processed. These elements are presented from a Human Resource Management perspective.

    In summary, it can be noted that Sweden has a protection against ethnic discrimination in recruitment, which is part of UN conventions, EU directives and Swedish legislation in the form of the Discrimination Act (2008:567). In the judicial inquiry it is clear that the employer has the responsibility in the recruitment process to contribute to that persons irrespective of racial origin should have the opportunity to apply for vacant jobs, which follows from Chapter 3, § 7 Discrimination Act. There is also a regulation that means that people who are looking for  a job or making an inquiry about the work may not be discriminated by employers, due to the Discrimination Act, Chapter 2, § 1. The analysis also shows that the Swedish Discrimination Act in many ways has similar contents to the EU Directive 2000/43/EC. The paper also describes a recruitment process which, among other things, includes a clear requirement profile for the actual service, uses a recruitment team that is characterized by diversity, and documents the process thoroughly. This allows a recruitment process with great opportunities to avoid ethnic discrimination. It will finally show that the method of anonymous job applications has both advantages and disadvantages.

  • 6.
    Danielsson, Louise
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Kritikrätt: Arbetstagarens kritikrätt på sociala medier2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Between a worker and an employer there is a relationship that builds on loyalty. This requirement of loyalty means that the worker should not do anything that could harm the employer. This could lead to limitations in the workers right to express themself. In todys society social media is a big part of peoples life. Within the public sector there is freedom of speech accordning to the Constitution of Sweden, this does not apply for the privat sector. For workers within the private sector there is the right to critisise as an incentive to the demand of loyalty.

    The purpose of the thesis is to review the right to critisise and its relationship with the demand of loyalty. The method for the thesis is legal dogmatic method.

    The result of the thesis is that the the right to critisise has four evaluation criterias, the critieras are that the employer has to bring the criticism internal, the purpose with the criticism, if the worker has a position of trust and if the worker has followed the reprimand they have been given by the employer. This shows that the worker can go public with criticism if the purpose is to highlight anomalys at the workplace, but first the criticism has to go through the employer. This means a limitation in a workers acting on social medias. By courtcases you can see a problem with the lack of knowledge about what a worker can write on social media. You can also see a problem for temporary employees who writes on social media about their work.

  • 7.
    Danielsson, Maria
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Arbetslöshetsförsäkringen och individen: en studie om krav, skyldigheter och hänsyn ur perspektivet geografisk rörlighet2008Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This paper describes the rules of the Swedish unemployment insurance as regards the demands on the individual, the obligation posed on the individual based on these demands and the considerations taken by the law regarding the specific situation and personal circumstances of the individual. Special attention is paid to the demand to be available to the labour market and what is considered suitable employment from the viewpoint of geographical mobility. This paper treats “Arbetslinjen” (Everyone able to work, thereby contributing to his/her own and others' support, shall have the opportunity to do so.), and the amendments of ALF, the law (1997:238) about unemployment insurance, that became active between 1/1 2007 and 1/1 2008, since many alterations were introduced in this period.

    The result illustrates the demands posed on the individual for him/her to be entitled to unemployment benefit, and the far-reaching demands posed on the unemployed for him/her to be considered available to the labour market from the viewpoint of geographical mobility. The result also shows some of the specific situations and personal circumstances of the individual taken into consideration, but since the amendments are as recent as 1.5 years, the list can not be considered complete, as practice is limited in this field.

    This paper also treats the Official Employment Agency's monitoring function of the unemployed's willingness to work, and the effect of the regulations not being followed as strictly as per the letter of the law by the Employment Agency officers, leading to insecurity regarding the rights of the individual.

  • 8.
    Edvinsson, Berit
    Växjö University, Faculty of Humanities and Social Sciences, School of Social Sciences.
    2005Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Sammanfattning Arbetsrätt – fusion av två universitetssjukhus

    Då jag tidigare arbetade vid Karolinska sjukhuset föll det sig naturligt att studera organisationsförändring eftersom sjukhuset fusionerade med Huddinge universitetssjukhus 2004. Det nya sjukhuset Karolinska universitetssjukhuset fick stora besparingsuppdrag av landstinget i samband med fusionen.

    Istället för att avskeda den övertaliga personalen så gjorde man omfattande omstruktureringar för alla chefstjänster, vilket innebar att alla chefer fick söka sin egen tjänst i konkurrens med andra. Under 2004 tillsattes 590 chefstjänster. Från 2003 fram till våren 2005 har sjukhuset minskat sin personal med 700 personer. Under 2005 ligger ett besparingsuppdrag på ytterligare 401 miljoner och bland annat den administrativa personalen skall minskas med ytterligare 20 %.

    Jag frågade mig, hur går detta till? Hur fast är en tills vidare tjänst egentligen? I min upp-sats tittade jag på Karolinskas praktiska tolkning av arbetsrätten och jag ser en arbetsrätt i förändring.

    När chefen ställs inför faktum att tjänsten ser helt annorlunda ut, geografiskt finns vid två skilda platser (Huddinge och Solna, flygvägen cirka 3 mil) och den grupp chefen har under sig är större än tidigare och chefen omgående kan bli uppsagd om han inte har en acceptabel ledarstil alternativt om chefen inte faller verksamhetschefen i smaken, och därtill få sin lön förändrad och den första uppgiften blir att utarbeta en bemanningsprofil över personalen för att ytterligare uppnå en ekonomi i balans - vilka metoder använder sig chefen då av för att minska övertalig personal?

    Sjukhuset har uppnått sitt besparingskrav för 2004, men det skall märkas att omställnings-kostnaderna bärs av landstinget och inte sjukhuset. Då hade resultatet blivit ett annat.

    Inom arbetsrätten i övrigt ställs krav ifrån arbetsgivarhåll att inte tillåta stridsåtgärder på arbetsplatser med personal som ej tillhör den fackliga organisationen. Måhända är det ett led i arbetskraftens frihet att arbeta i andra länder. Blockaden i Vaxholm mot ett byggföretag som hade utländsk arbetskraft hade till exempel omfattats av detta. De svenska fackförbundet ställde krav på svenskt kollektivavtal, vilket företaget inte hade, men väl egna avtal. I detta fall överstiger kostnaden för advokaterna lönekostnaden för arbetarnas löner ifall de fått vad som motsvaras i svensk lön. Principen ses dock som viktig då både företag och arbetskraft rör sig alltmer gränslöst inom Europeiska unionen. Inte bara ifrån arbetsgivarhåll utan även ifrån advokater ställs krav på en förändrad arbetsrätt – innan vi blir tvungna att ändra.

    Jag har intervjuat sjukhusdirektören och en divisionschef. En politiker har gjort sin röst hörd men en tidigare projektledare har avböjt och istället hänvisat till Karolinska. De fackli-ga organisationerna Sktf och Ledarna, kanske mest förvånande, har lyst med sin frånvaro på information gällande konsekvenser av fusionen för den fackliga verksamheten.

    Denna uppsats gör inte anspråk på hela sanningen, då en arbetsrätt i förändring är kom-plex och mångbottnad, men väl en del av den.

  • 9.
    Elfström, Helene
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Åldersdiskrimineringsförbudet i arbetslivet – ett skydd utan verkan?2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    I Sverige har åldersdiskrimineringsförbudet funnits i drygt två år. När det gäller just diskrimi­neringsgrunden ålder finns det mer omfattande möjligheter till att göra undantag från diskri­mineringsförbudet än vid övriga diskrimineringsgrunder. I och med de vida undantagsmöjlig­heterna blir regleringen kring åldersdiskriminering tämligen otydlig och svårtolkad, därför kan frågan ställas om skyddet mot åldersdiskriminering egentligen är ett skydd utan verkan. Syftet med denna uppsats är därför att utreda vad skyddet mot åldersdiskriminering i det svenska arbetslivet egentligen innebär. I det svenska arbetslivet finns det faktiskt både lagbe­stämmelser och överenskommelser i kollektivavtal som gynnar personer av en viss ålder. Ef­tersom EU-rätten till stor del har påverkat diskrimineringslagstiftningen redovisas, utöver de svenska bestämmelserna, även dennas regleringar.

    Det kan konstateras att det finns tre olika undantagsmöjligheter från åldersdiskrimine­ringsförbudet i Sverige. Undantag kan göras vid rätt till efterlevande – inva­liditets – eller pensionsförmåner, vid verkligt och avgörande yrkeskrav samt mer ”allmänt”. Som kommer framgå av uppsatsen kräver de två sistnämnda undantagen att det ligger ett så kallat berättigat syfte bakom. Detta begrepp definieras på lite olika sätt beroende på vilken av de två undantagsmöjligheterna det rör sig om. Gemensamt för de två definitionerna är att de är mycket vaga och att de inte ger speciellt mycket vägledning. Det finns dock i propositionen till diskrimineringslagen (DL) angivet en del typiska situationer där undantag från diskrimine­ringsförbudet ska anses vara tillåtna.

    Genom en undersökning av fyra stora svenska kollektivavtal kan det konstateras att det, trots diskrimineringsförbudet, finns ett flertal regleringar som är beroende av ålder, som exempelvis antal semesterdagar per år och uppsägningstidens längd. Vissa är helt i enlighet med de undantagsmöjligheter DL tillhandahåller, andra kan dock ifrågasättas med hänsyn till diskrimineringslagstiftningen.

  • 10.
    Elm, Linnéa
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Arbetsanpassning och rehabilitering: Arbetsgivarens skyldighet2013Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    This essay addresses and treats the employer's obligation to work adaptation for people with a physical disability according to discrimination law and the work environment law. Furthermore it also treats the employer's obligation to rehabilitation of employees that has a reduced working ability as consequence of their work. The essay also intends to investigate if there are any differences in the employer’s obligation to work adaptation when recruiting and the employer’s obligation to work adaption for an existing employment.

     

    In this work, there is a background chapter which describes the UN and the European Union's approach to work reduction ability and disability. Furthermore, there is a detailed description of the work environment law, the discrimination law, the social insurance code and the employment protection legislation. A description of the laws and the legal practice on work adaptation and rehabilitation is presented where relevant judgments from labor court are described and a preliminary ruling from the European Court.

     

    The work includes an analyzing part which summarizes important parts of the work. Here I have analyzed the legislative texts, the legal usage and the preliminary work of the laws and there content. In the end the conclusions are presented. For a person with a physical disability the employer has an obligation to take appropriate support - and adaptation measures. What is legitimate is depending on which possibility the employer have to take the measures, what effect the measures will provide, how extensive the employee's disability is, what economic situation the employer is located in, what resources that are necessary to take, how cost requiring the measures become and which kind of employment it is. What obligations a employer has to rehabilitation of an employee with reduced working ability is different from one situation to another. Factors to considerate are the size on the workplace, if the employee agreed to go through the rehabilitation and had a good attitude and if a proper rehabilitation, work adaptation and reassignment investigation is done. The employer can become forced to reorganize the work in order to make the employee able to resume his work. The obligation to reorganize the organization is depending on whether or not it is legitimate to require this of the employer. What are essential is which possibilities there is to make reorganization, what viable and organizational means there is and whether or not reorganization can mean that other employees are exposed to risks. As a rule, reduced working ability or a disability is not at justified dismissal ground if the employee can carry out work of significance for the employer.

  • 11.
    Engström, Daniel
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Integritetsskydd i arbetslivet: Om drogtesterIndependent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 12.
    Gunnarsson, Anna
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Arbetsgivarens respektive Försäkringskassans skyldigheter för arbetslivsinriktad rehabilitering: en rättsvetenskaplig studie2007Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this essay is to describe the Swedish legislation and examine court cases

    concerning employers’ and the Social insurance office’s (Försäkringskassan) responsibility

    for rehabilitation of employees. There are three main players in regards to work related

    rehabilitation: the employer, the Social insurance office, and the employee. The employer is

    mainly responsible for work related rehabilitation, which is prescribed in the Work

    Environment Act (Arbetsmiljölagen) and the National Insurance Act (Lagen om allmän

    försäkring). The employer’s responsibilities for work related rehabilitation include, since

    1992, conducting a rehabilitation investigation of the sick employees. The investigation shall

    lay the groundwork for the necessary steps to be taken at the workplace to insure that the

    employee can return to work. The employer also has a responsibility to modify work tasks to

    the individual employee insuring that the employee can continue to work even if the

    employee’s work capacity is reduced due to injury or disease.

    The rehabilitation investigation done by the employer must be turned over to the Social

    insurance office within eight weeks. The Social insurance office then makes a rehabilitation

    plan based on the investigation. The purpose of the plan is to insure the employee receives the

    rehabilitation that he/she needs to be able to return to work as fast as possible. The Social

    insurance office must also meet the employee for a meeting (avstämningsmöte) if deemed

    necessary. The purpose of the meeting is to establish what the employee’s needs are in

    regards to his/her rehabilitation. The two types of rehabilitation methods most commonly used

    are work training and education. The employee also has a responsibility to actively take part

    in the rehabilitation process.

    How one should distribute responsibility and divide roles between the social insurance office

    and the employer is not entirely clear. Currently, there exists a conflict between the different

    players about how to do this due to the lack of clearly established responsibilities and roles as

    pertain to each party. The parliament is trying to create more defined legislation with a new

    report called SOU 2006:107, which they hope will help clarify the individual responsibilities

    of all parties involved. These proposals will be discussed further in the essay’s final chapter.

  • 13.
    Göth, Caroline
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Balansen mellan strejkrätten och den fria rörligheten för tjänster2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The European Union consist of core principles and rights expressed in the Treaties of the European Union and by the Court of Justice of the European Union in its interpretations of Union law. Core principles such as the freedom to provide services and the right to take industrial actions are both expressed in Union law. When conflict arises between fundamental freedoms and fundamental rights it is within the jurisdiction of the Court of Justice of the European Union to decide which of these are considered more important than the other. The question is how to balance economic freedom with social rights. In most cases economic freedoms, such as the free movement of services, are considered superior to social rights such as the right to strike and take industrial action.

  • 14.
    Halvarsson, Johanna
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Uppsägning på grund av arbetsbrist: Återanställning via bemanningsföretag2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Enlargement of the possibility to hire staff is irreversible since the occurrence of the Law on private- and temporary employment (Lag (1993:440) om privat arbetsförmedling och uthyrning av arbetskraft), which was created in the early 1990s. Prior to the law, employment services had monopoly on mediating service labor. What has happened is that the employer chooses to terminate staff due to shortage of work, and then lease the former staff through an employment agency. The staff performs the same tasks as before, but is hired without taking the primacy of law into account.

    In recent years, both the Swedish and the foreign labor market have undergone major changes due to the current recession. Changes that have led to an increase of alternative forms of employment and the labor market’s flexibility have grown to keep up with the rapid fluctuations that have occurred. The possibility for employers to use the above mentioned law to hire staff has evolved. The legislation was introduced as a step to open up for easier movement within the European Union. The plan was to create a single labor market into which all persons covered by the Agreement shall be admitted, and every person should be equal irrespective of their origin. Employers choose to, regardless of their needs of stable labor, to deprive people of a firm linked to their workplace. Security and predictability for employees and employers ceases to be visible. This makes it harder for people to progress in their work, take responsibility, and organize themselves in order to create better conditions. These were a few of the reasons for why the Security of Employment Act (LAS) was created.

    The purpose of this paper is to illuminate the underlying reasons why permanent employees are terminated due to redundancy and then re-employed the next day to work as agency staff with the exact same duties as they had before. The investigating questions will look in to what the law regulates and the potential benefits employers may receive by implementing the law. There are discussions within a European legal perspective on the background to the legislation, as well as temporary workers individual rights regarding equal treatment. Changes occur in the labor market as well as in the legislation, and the ability to hire staff has a leading role. The aspects which influenced the emergence of this approach are discussed in the analysis and provide solutions for a good response to the procedure.

  • 15.
    Hamnell, Emelie
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Reglering av visstidsanställningar och dess konsekvenser: En kandidatuppsats om visstidsanställningar i samhället2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In today’s society there are a number of employees who are hired for a limited time. This paper investigates the regulations regarding fixed-term employment and the relationship between this type of employments and the society. To focus on this work regulation regarding fixed-term employments must be investigated and also how these affect the individuals in Sweden. To gain a full understanding the paper also deals with how other countries within EU relate to how Sweden handles the regulation of the fixed-term employments. The development of the society is shortly treated to reach a deeper understanding about the needs of temporary employments in Sweden. In connection with the development of the society, the consequences are investigated how the application of fixed-term employments will affect the employees and the employers. Finally, the distributions of temporary employments among groups of individuals in the society are mapped. The foundation of this paper is mainly based on the relevant section of law, preparation work, legal cases and doctrines. The material will be completed with statistics on the number of fixed-term employments and the distribution of these in the society.The paper shows that it is easy for employers to hire an employee for a limited time. The paper also shows that there are two types of fixed-term employments for employees, where one is more favorable than the other. It is mostly women who have less favorable fixed-term employments, and most of these jobs are not freely chosen. Men are slightly over-represented in terms of more favorable fixed-term employments which are often freely chosen and have a positive impact on the wages. The conclusion of this reasoning is that many temporary employed women are mistreated. In order to achieve equality on the Swedish labor market, both women and men should be equally represented even in the less favorable fixed-term employments.

  • 16.
    Herrera, Victor
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Tre aspekter av arbetskraftsuthyrning2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Sammanfattning

    *

    Denna uppsats betraktar begreppet arbetskraftsuthyrning ur olika synvinklar. Ur arbetstagarperspektivet görs detta genom att jämföra arbetsrättsliga villkor mellan inhyrd och traditionellt anställd personal samt redogöra för vad som händer med en arbetstagares olika förmåner när dennes anställning övergår från beställaren till uthyraren. Dessutom undersöks arbetstagares rättsliga möjligheter vid uppsägning som har sin grund i organisationsrelaterade skäl vilka resulterar i inhyrning. Ur beställarperspektivet undersöks vilka begränsningar som finns för inhyrning av arbetskraft i fall då egna anställda hävdar företrädesrätt till anställning. Slutligen undersöks uthyrarens möjligheter att säga upp personal på grund av arbetsbrist.

    Det framkommer att det är svårt att helt likställa inhyrd personal med traditionellt anställda. Detta grundar sig främst i att de två har olika motparter vilka de kan hävda sina rättigheter mot, något som främst visar sig vid en eventuell arbetsbristsituation hos beställaren. Trepartsrelationen får ytterligare konsekvenser i fall då arbetstagares anställning övergår från beställaren till uthyraren. De begränsningar som finns gällande beställares möjligheter att hyra in personal i fall då egna anställda har företrädesrätt består av skäl som motsvarande arbetstagarorganisation får svårt att bevisa. Uthyrningsföretags möjligheter att säga upp personal regleras på samma sätt som för företag i andra branscher. I de fall uthyrningsföretag vill framstå som seriösa bör de överväga vilken typ av anställning de ingår med respektive arbetstagare.

    Sökord:

    Anställningsskydd, Arbetsbrist, Arbetskraftsuthyrning, Företrädesrätt, Verksamhetsövergång

    *

    Tack till samtliga som gett råd och lämnat uppgifter. Ett särskilt tack riktas till Ann-Christine Hartzén, universitetsadjunkt på ekonomihögskolan vid Linnéuniversitetet, för hjälp och vägledning i uppsatsens internationella avsnitt.

  • 17.
    Hultgren, Olivia
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Okontrollerat arbete?: En rättsvetenskaplig studie om arbetsgivarens arbetsmiljöansvar i det flexibla arbetslivet2017Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Employers’ responsibility of the health and safety on the environment for the employee who is teleworking is one of the questions in this essay. What is teleworking, in relation to the aim for this essay, is the second question. Teleworking is an employment which is growing and the Swedish legislation is vague. The methods which have been used to investigate and understand the legislation is jurisprudence method and the legal dogmatic method. After the investigation of the aim and question of this essay it is possible to say, the Employers always have the responsibility for the environment of employees’ health and safety. But teleworking makes it hard for the employer to verify the health and safety on the environment, when they do not know where the employer is working.

  • 18.
    Höljer, Henrik
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Begreppen arbetstagare, uppdragstagare samt self-employed och betydelsen för den svenska byggsektorn2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 19.
    Hörberg, Cornelia
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Jaha du heter Ahmed! Tack för din jobbansökan men...: En studie om vad som krävs för att personer av utländsk härkomst ska få samma chans att kallas till anställningsintervju som svenskar2018Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In recent years, Sweden has received a huge amount of immigrants and the number of people who have been granted residence permits has been record high. At the same time, the statistics show high unemployment among immigrants and many of them experience ethnic discrimination by not being called to employment interviews. The purpose of this essay is to investigate whether the active measures that oblige the employer to counter discrimination are an adequate measure to break the power structures in the workplace, or if any form of unidentification of job applications should be required to ensure the legal protection in the recruitment process for people with different ethnicity than Swedish. In order to answer the purpose of the essay, the doctrinal method has been used. This method is based on establishing the current law through a systematic and critical interpretation. The material obtained in this essay is further examined through an intersectional perspective based on the power structures in society. The result of the study shows that the method of unidentifying jobapplications can be a reliable complement to the employer’s work with the active measures,as this method ensures that discrimination does not occur during the first recruitment phase and that issues of discrimination and diversity arise through the practice of the method. From there, the employer can focus the active measures on the second phase of recruitment. Furthermore, the study has shown that both the active measures and the method are insufficient to break the power structures in society, but that they together to some extent contributes to this.

  • 20.
    Inghammar, Andreas
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Bridging the Troubled Waters - A Recent Update in Swedish and Danish Labour and Social Security Law2009In: Europäische Zeitschrift für Arbeitsrecht - European journal of labour law, ISSN 1865-3030, no 3, p. 421-429Article in journal (Refereed)
  • 21.
    Johannisson, Markus
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Saklig grund för uppsägning av personliga skäl: En studie som ämnar ge en klarhet i vad kravet på saklig grund vid en uppsägning av personliga skäl innefattar.2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The main purpose of this study is to investigate and with it clarifying what is meant by a dismissal for personal reasons must be based on valid reasons. More specifically, what is valid reason and what is required for that demand to be regarded as fulfilled.

    To my help to achieve this I have asked questions such as what kind of behavior from the employee can be the basis for a valid termination of the employment, what factors do the court put emphasis on in a trial and what is the requirements for the employer during the dismissal.

    The study has further objectives which are to illustrate the phenomenon of valid reason from a diversity perspective and from an international perspective. To achieve those objectives following questions have been asked: Is some groups covered in a greater extent than others by the requirement that a termination of employment must have valid reasons and are there international counterparts to the Swedish requirement that a dismissal must be factually based.

    What emerged from the study judicial inquiry is that the phenomena to which the employee is guilty of first is to see as valid reason when the employee are aware of the obligations undertaken in the employment but acting against them and inflicts some sort of damage for the employer.

    With regard to the employer's obligations in a termination proceeding are they to see as comprehensive and can be summed up to the fact that the employer should do everything in his power to avoid a dismissal.

    When it comes to the factors a court should take into account is this also a matter of major proportions. The court shall take into account all of the circumstances relating to the dismissal, which means that, with absolutely certainty, determine in advance what the court will decide is an almost impossible task.

    Furthermore, it emerged from the study that the requirement that a dismissal for personal reasons must be based on valid reasons may come to certain groups of workers to a greater extent than others. The study's investigation also indicates that the Swedish legislation, as it reads today, probably in breach of regulations enacted by the European Union.   

  • 22.
    Johansson, Julia
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Uppsägning från arbetsgivarens sida i Sverige och Ryssland: en komparativ studie2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    I denna uppsats undersöks vilka skillnader och likheter som finns mellan svensk och rysk arbetslagstiftning och rättsläget gällande uppsägningar från arbetsgivarens sida. Studien omfattar tre viktiga moment när arbetsgivarens frihet begränsas i ett uppsägningsförfarande. Med dessa moment avses de villkor som måste iakttas för att en arbetsgivare ska kunna säga upp en eller flera arbetstagare, de procedurregler som gäller inför en uppsägning och de formerna av anställningsskydd som garanteras arbetstagarna i samband med en uppsägning.

     

    Slutsatsen av undersökningen är att svensk och rysk arbetsrätt visar upp flera gemensamma drag och att dessa beror på att ländernas regleringar utgått från samma minimikrav i ILO:s konventioner. Studien visar också på betydande olikheter. Exempelvis saknar några av de regler som utgör själva kärnan i det svenska anställningsskyddet vid uppsägningar någon motsvarighet i rysk arbetsrättslagstiftning.

     

    Dessutom bidrar den brist på enhetlig reglering i den ryska lagstiftningen att skillnader i fråga om anställningsskydd uppstår till nackdel för arbetstagare. I förhållande till svensk arbetslagstiftning är därmed den ryska arbetslagstiftningen sämre ur arbetstagarsynpunkt.

  • 23.
    Johansson, Pontus
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Turordningsreglernas vara eller icke vara2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    The purpose of this essay is to investigate the priority rules in the event of termination due to redundancy, the rules functions according to the Swedish labour market and which other alternatives that exist besides the priority rules. The alternatives to the priority rules which are introduced in the essay are the Danish Flexicurity-model and a proposal from the Långtidsutredningen 2011. The rule of priority is a very controversial law at the Swedish labour market, which makes the essay also describing the criticism against the rules. The criticism that the essay presents claims that the rules of priority contribute to immobility effects for particularly older employees. Further on the essay presents the criticism towards the rules, that they disadvantage young employees on the labour market.  The essay investigates also what the researchers say about the criticism.

    The results that are presented in the essay points to the fact that the rules of priority contributes to the immobility effects of employees but the rules can not be claimed to be the only reason. Further factor seems so to be at least as important, like the economic situation. It seems to be more obvious that the rules of priority disadvantage young employees on the labour market. The results seems at the same time to be showing the difficulties that exist with employment security, since the increased safety for one group of employees is expensed because of another group. Concerning the alternatives to the priority rules, it’s discussed which possible consequences the alternatives may cause and what differentials they might imply compared to the rules of priority that exists today.

  • 24.
    Johansson, Sanna
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Den svenska arbetsmarknadsmodellen: Semidispositiv arbetslagstiftning2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 25.
    Johansson, Sofie
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Straffansvaret på svenska arbetsplatser: -en granskning av svensk reglering och domstolarnas bedömningsgrunder vid dödsolyckor2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Syftet med den här uppsatsen har varit att ta reda på hur domstolarna resonerar i sina bedömningar kring straffansvaret i fall där en arbetstagare omkommit på arbetsplatsen. Jag har även undersökt hur långt arbetsgivarens ansvar sträcker sig vad gäller det förebyggande arbetet och skyldigheter som uppkommer i samband med dödsfallen. Jag har genomgående använt mig av en rättsdogmatisk metod och en stor del av uppsatsen är av deskriptiv karaktär för att läsaren ska få en bra överblick i det rådande rättsläget.

    Dödsfallen på arbetsplatserna i Sverige har under de senaste 50 åren minskat rejält men fortfarande omkommer varje år mellan 60-80 personer.  I förhållande till övriga europeiska länder är det en relativt låg siffra men fortfarande rör det sig om många människor som förlorar livet endast på grund av att de utför sitt arbete.

    Största delen av regleringen kring arbetsgivarens ansvar finns i Arbetsmiljölagen, dess förordning och i Arbetsmiljöverkets föreskrifter. Regleringen är väldigt omfattande och klargör tydligt vilka skyldigheter arbetsgivaren har.

    För att kunna redogöra och förstå domstolarnas bedömningsgrunder är en del i uppsatsen vikt åt den svenska straffrättens uppbyggnad gällande vem eller vilka i ett företag som besitter straffansvaret. I kapitlet beskrivs även företagaransvaret, delegering samt en del där övriga länders straffrätt redogörs.

    I det avslutande kapitlet redovisas de slutsatser som framkommit. De visar bland annat att arbetsgivaren har ett omfattande ansvar för arbetsmiljön och besitter ofta själv straffansvaret. Domstolarnas bedömningsgrunder utgår från att först bedöma om det är den åtalade som besitter straffansvaret för att sedan kunna bedöma om det finns ett orsakssamband mellan den åtalades handling och den efterföljande konsekvensen. Om dessa krav uppfylls kan domstolen döma den åtalade för arbetsmiljöbrott enligt kap. 3:10 § BrB.

  • 26.
    Jonasson, Alfred
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Decemberkompromiss eller Januariförlovning?: - en komparativ studie av svensk och finsk avtals- och arbetsmarknadsstruktur, reglering kring kollektivavtal samt reglering kring stridsåtgärder och sympatiåtgärder.2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Declining union memberships are a fact in both Sweden and Finland. At the same time, the autonomous labour market parties and the high membership rates are the most significant factors for the two countries compared to Europe and the rest of the world. These two factors have in turn been developed and strengthened since the beginning of the twentieth century. By autonomous labour market parties I refer to the fact that the labour market parties themselves through collective bargaining are agreeing on the labour market conditions, without interference from the government.

    This paper is therefore taking it's stance in the question of what happens with the autonomous labour market parties when the membership rates are in decline.

     

    With this in mind, this paper describes the judicial development, the collective agreement and labour market structures, the legal consequences of collective agreements and the opportunities of industrial and sympathy action in both Sweden and Finland. The two countries' systems of labour law have caught some negative attention, hence two of the most discussed cases of recent years are given some attention as well.

     

    The collective judicial conditions are very similar in both Sweden and Finland regarding the labour market main actors' collaboration, the collective agreement structures and legal consequences and the opportunities of industrial and sympathy action. The Finnish regulations regarding industrial action are somewhat more unconstrained compared to the Swedish ones. The Swedish opportunities of sympathy action are on the other hand more intricate and contain more exceptions. The Finnish union density is almost as high as in Sweden, although the Finnish employees are more willing to use industrial action. The labour market structures are relatively similar between the countries and so are the effects of the legislation and traditions surrounding them. The differences are found in the larger gender pay gaps present in Finland. While the differences are also present in Sweden, they are smaller. The similarities are found in the effects of the labour market structures and the labour market main actors' collaboration. Both are contributing to strengthening the present conditions.

  • 27.
    Linderang, Emelie
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Arbetstagares lojalitetsplikt gentemot beställare inom bemanningsbranschen2008Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    The employee has a principle of loyalty against the employer. The principle of loyalty contains, among other things, a prohibition for the employee to start a rival company and an obligation of secrecy regarding sensitive information about a company. The principle of loyalty has its foundation in the labour contract but doesn’t have to be confirmed in writing. Often this is partly understood tacitly.

    The aim of this composition is to analyse the principle of loyalty regarding employees working in temporary employment agencies. The question at issue is whether the employee’s principle of loyalty against the client is different from the loyalty the employee has against the employer. It is also discussed in the conclusion chapter whether the employee can end up in collusion between the duty against the client and the employer.

    The foundation of the concept of the principle of loyalty is established in the contract law. The labour law perspective of the principle is strongly connected to the labour contract and the employee’s obligation to put the interest of the employer ahead of its own. After a general view of the concept in contract law and labour law, the concept of temporary employment agencies are described and its influence of the responsibility towards the employer. The law of private employment agencies and renting labour opened up the labour market for temporary employment agencies.

    In the final chapter the principle of loyalty of the employee is discussed and whether the employee is in a situation of collusion of duty between the principle of loyalty against employer and client. There is also a discussion about how the industry affects the principle and maybe, in the future, it will be necessary to review the usage of the principle of loyalty.

    Keywords: contract law, labour law, the principle of loyalty, temporary employment agencies, client

  • 28.
    Magnusson, Caroline
    Växjö University, Faculty of Mathematics/Science/Technology, School of Technology and Design.
    Orginal eller kopia: Var går gränsen?2007Independent thesis Basic level (professional degree), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The need of protection against plagiarism has become more important in the last few years.Develeopment of the internet means that a product similar the one you have made can be on the market in a few days. They who make use of plagiarism saves both time and money. That means that a company that uses plagiarism take advantage of the originator who made the product from the beginning. Another benefit that a company that are use plagiarism gets is that they dont need to pay money för marketing of the product.

    There are both legal and agreed for a products design. These means gives protection for a product and help the founder to get credit for the innovation.

    An alternative for a person that just wants to present that he or she is the founder is The Swedish Forms new Registration. In the paper a few observed cases of plagiarism has been examined. The result of these cases shows that it is difficult for a small person who has created a product to defend his product against plagiarism. This is due often due to lack of knowledge, expensive legal proceedings and insufficient global watch.

  • 29.
    Magnusson, Jesper
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Brott och straff utanför tjänsten som saklig grund för uppsägning eller laga grund för avsked2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    The purpose of this essay is to investigate the legal situation regarding an employee’s crime outside the service and an imprisonment, as legal grounds for termination or dismissal of the employment contract. For a dismissal it requires a serious breach of the duties, while a termination may be applicable even for minor violations of the employee.

     

    Furthermore, I have used the law of dogmatic approach to identify and investigate my subject, but also to answer my questions asked in this essay in an appropriate way.

     

    To avoid generalizations and to come to conclusions regarding crime outside the service as a termination or dismissal, I have chosen to focus on crimes in the categories of violence, sex and drug-related offenses.

     

    Offences outside the service may constitute both termination and dismissal of the employee. However, it requires that certain circumstances are met for that the offence can be classified as grounds for either termination or dismissal. These factors are the employee’s positions in the company, the employees profession, whom the crime is directed against and the continued suitability of the employee. The position, or the profession the employee has, is something that the labour court often takes into account. Positions of trust or professions that require “public trust”, such as priest, have a lower level of tolerance compared to other professions.

     

    Regarding sex-crimes, it is especially serious if the crime is directed against any other employee in the workplace. As for drug offenses, the labour court takes other factors into account, such as the employee’s mental health, age and living conditions. Therefore, some drug-related crimes are excused and a stronger protection of employee’s that commit a drug related crime can be identified, compared to violence- and sexual crimes.

     

    Imprisonment may constitute legal grounds for both termination and dismissal of the employee. Circumstances that the labour court takes into account are, for instance, the employee’s personal, the job, how serious the offense was, the risk of recidivism, but also the employer’s opportunity to resolve the employee’s absence from work.

  • 30.
    Midholt, Maria
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Arbetstidsreglering: -i svensk rätt och på den svenska arbetsmarknaden2007Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
  • 31.
    Nilsson, Nathalie
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Yttrandefrihet kontra lojalitetsplikt: Vilken princip väger tyngst när det kommer till kritiska uttalanden om arbetsgivaren via sociala medier2012Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    In this paper, the legal situation regarding freedom of expression versus the duty of loyalty is investigated, this in a context where an employee makes critical statements about his employer through social media.

    The duty of loyalty is a part of all employment relationships and it follows implicit from the contract regardless of whether it is specified in it or not. This duty means that an employee is required to put the employer's interests before his own and avoid all situations that end up in collision of the duties. The employee may no t either act in such a way that is intended to harm the employer. This means that the employee must be even off duty careful not to appear disloyal to the employer. This may lead to that a status update on Facebook, even when made on the employee's free time, can be regarded as disloyal conduct, with the dismissal or disciplinary action as a result.

    Case law states that the point of departure regarding criticizing the employer must be that the employee has an extensive such a possibility to that, without that being considered as disloyal conduct. However, statements that are intended to harm the employer are considered to be disloyal conduct.

    Concerning the constitutionally protected freedom of expression, only those who are public employees are protected by it. This protection allows them to extensively discuss and criticize their employers. In the public sector the freedom of speech comes before the duty of loyalty. So is not the case for the employees in the private sector, since they do not enjoy the protection which the Constitution gives.

    The fact that an employee chooses to express his dissatisfaction through social media is not one of the valuation parameters when the Labour Court decides whether the critical statement constitutes an objective ground for dismissal. However, one can see that such a process contributes to a wider dissemination of the statement. And it can be discussed if the employee’s purpose with a Facebook comment is really to deal with grievances in the workplace.

  • 32.
    Näätsaari, Jessica
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics.
    Avsaknaden av samvetsfrihet inom den svenska hälso- och sjukvården: Hur Sverige valt att frångå Europakonventionen2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The proponents for conscience wants to get a clause that will allow the health professionals to due. scruples waive certain duties. Swedens decision makers has despite pressure from the Christian De-mocrats and the Sweden Democrats decided not to implement freedom of conscience in health care. The purpose of this paper is to investigate whether Sweden has the obligation to provide for freedom of conscience in health care. Furthermore, it must be examined, whose rights according to the law will go first, health professionals right to freedom of conscience or the patient right to equal treat-ment. What reasons did Sweden assigned to why the conscience of health and medical care not are introduced? If conscience would be introduced in health care, witch impact would it bring for the patient safety and the employer's supervision right? To answer these questions, I have used the right-dogmatic, rightsociological method and document analysis.

    Sweden has no obligations to the Council of Europe or the UN to impose conscience in health care. That because the statutes says that the right to freedom of conscience may be restricted in the benefit of health and other persons rights and freedoms. Sweden should comply with Resolution 1763 if they chooses to introduce a conscience clause. The reasons that go beyond why Sweden not have any ob-ligations to introduce freedom of conscience in health care is, that all patients should have the right to equal treatment and that the health professionals would lose their status if they would waive the educational elements. That could lead to patients that no longer can be sure to be processed by staff who hold full knowledge. The last reason cited is that the employer's labor management rights would suffer. Health Services Act (1982: 763) regulates that all patients should be eligible equivalent care, where patients should be involved in the decisions about their own care. Everyone should have the right to health care regardless, of who you are, where you live, what religion or sexual orientation you have. Since 1995, freedom of conscience is regulated in the Act (1994: 1219) of the European Convention for the Protection of Human Rights and Fundamental Freedoms, of Article 9. This means that the Swedish population has the freedom to follow their religious or moral conviction and with that due object to things that not are consistent with one's conscience. Finally, we can see that health professionals have the right to freedom of conscience but not in therir professionally.

  • 33.
    Ohlsson, Martina
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Positiv särbehandling: Diskriminering eller en nödvändighet för att utjämna den könssegregerade arbetsmarknaden?2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Ett väl diskuterat begrepp på den svenska arbetsmarknaden är positiv särbehandling. De frågor som diskuteras är exempelvis om positiv särbehandling som metod kan rättfärdigas för att uppnå en mer jämställd arbetsmarknad eller om positiv särbehandling också är diskriminering. Positiv särbehandling är reglerat i nationell såväl som EG-rättslig lagstiftning. I svensk rätt återfinns bestämmelserna om positiv särbehandling i Diskrimineringslag (2008:567) och i gemenskapsrätten finner man reglerna kring positiv särbehandling i artikel 141.4 EGfördraget samt i likabehandlingsdirektivet. Poängteras bör att regleringen endast tillåterpositiv särbehandling pga. kön. Då positiv särbehandling inte är definierat i lag och då det inte heller finns en definition som alla är överens om har EG-domstolen också fastställt vissa principer. Positiv särbehandling är endast tillåten vid lika, eller nästa likvärdiga, meriter. Kön får alltså inte automatiskt eller ovillkorligt ge det underrepresenterade könet företräde utan en objektiv bedömning av desökandes meriter och personliga förhållanden måste beaktas. Syftet med följande rättsvetenskapliga arbete är i huvudsak att undersöka vilka rättsregler som är gällande med avseende på positiv särbehandling pga. kön. Vidare vill jag försöka finna svar på när reglerna är tillåtna, varför vi har denna undantagsregel och slutligen vilka argumenten för och mot positiv särbehandling är. För att kunna genomföra undersökningen använder jagmig av en rättsdogmatisk metod vilket innebär att jag utgår från befintliga rättskällor för att försöka fastställa vilka rättsregler som existerar och på vilka områden de är tillämpliga. Då kvinnor och män inte har samma möjligheter på arbetsmarknaden har jag kommit till insikten att någon typ av åtgärder krävs för nå en mer rättvis fördelning mellan kvinnor och män. Frågan är dock om positiv särbehandling är rätt metod för att uppnå målet.

  • 34.
    Olofsson, Vendela
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Arbetsmiljöansvar för uthyrd arbetskraft & bemanningsdirektivets inverkan på denna2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Statistik från de 35 största bemanningsföretagen på arbetsmarknaden påvisar att bemanningsbranschen växer i en rasande fart och det blir allt vanligare med uthyrd arbetskraft på den svenska arbetsmarknaden. Det blir därför allt viktigare med korrekta och tydliga regleringar för uthyrd arbetskraft. Majoriteten av de idag existerande regleringarna gällande arbetsmiljö och ansvaret för denna återfinns i arbetsmiljölagen, arbetsmiljöförordningen samt arbetsmiljöverkets föreskrifter. Dessa regleringar är väldigt omfattande och vida i sin formulering, främst gällande arbetsmiljöansvar.

    Syftet med denna kandidatuppsats har varit att utreda arbetsgivarbegreppet i relation till arbetsmiljöansvaret samt att undersöka om befintlig lagstiftning i praktiken är tillräcklig för att tillämpas på arbetskraft i bemanningsbranschen. Jag har även undersökt bemanningsdirektivet, dess implementering och inverkan på svensk lagstiftning. Denna undersökning gjordes främst för att se om detta direktiv på något sätt påverkar arbetsmiljöansvaret när det gäller uthyrd arbetskraft. Jag har använt mig av den rättsdogmatiska metoden i författandet av denna uppsats. Stora delar av uppsatsen är av deskriptiv karaktär, vill säga en beskrivning av det rådande rättsläget. Den avslutande delen av uppsatsen är av normativ karaktär, där lyfts mina egna tankar och funderingar kring hur det enligt mig borde vara.

    För att få en god förståelse för arbetsmiljölagen och de övriga arbetsmiljöregleringarnas innehåll och omfattning går jag grundläggande igenom dessa i de inledande kapitlen av uppsatsen. I denna del av uppsatsen belyser jag även arbetsmiljöansvar ur olika perspektiv. I det avslutande kapitlet redovisas de slutsatser som framkommit samt egna reflektioner i ämnet. De slutsatser som kan dras är bland annat att det finns ett omfattande skydd i arbetsmiljölagen för den ”traditionella arbetstagaren” men att lagstiftningen är komplicerad när det kommer till uthyrd arbetskraft. Man kan även dra slutsatsen att det i nuläget inte i någon stor utsträckning existerar eller planeras för en tillkomst av en specifik reglering för uthyrd arbetskraft och dess arbetsmiljö. Det skall tilläggas att bemanningsdirektivets implementering inte kommer att innefatta arbetsmiljö.

  • 35.
    Palm, Frida
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Regler för turordning: En komparativ studie mellan Sverige och Danmark2009Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Abstract

    The purpose of this essay is to compare Swedish and Danish rotation system in the event of termination due to redundancy. First, I identify how the countries regulate rotation. Then I study what purpose the rules around the rotation serve for the workers in Sweden and Denmark. Furthermore, I go over to what extent the rules of the rotation system serve the same purpose in Denmark as in Sweden? Which protection are the workers receiving? I have used law of dogmatic approach to identify the countries' rules for the rotation. Comparative method is then used for a comparison between the countries. Furthermore, I have used Anna Christensen's theory on the normative basis pattern to better understand and be able to draw conclusions of what purpose the rules of rotation in Sweden and Denmark serve for the workers.

     

    In Sweden are the rules of rotation governed much by the normative base pattern, the protection of established position. The employer's rights to decide when and where there is redundancy and some restrictions on the rotation rules, brings the Swedish rotation rules towards the normative basis pattern, the market functional pattern. In Denmark are the rules of rotation governed mostly by the market functional pattern.

     

    The rules of rotation in Sweden provide protection for workers with long service in relation to workers with shorter service. In Denmark have the rules of rotation no function for the workers until they reach a long seniority. Before that, the employer has the management right to determine when and where there is redundancy. The employer may then determine which one of the workers who will become redundant, with little regard to objective criteria such as seniority.

  • 36.
    Palmér, Marianne
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Arbetsgivarens förhandlingsskyldighet: 11 § MBL i teori och praktik2007Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Enligt 11 § MBL är arbetsgivaren skyldig att på eget initiativ kalla till förhandling innan han/hon fattar beslut i frågor som utgör viktigare förändring av hans/hennes verksamhet eller av arbets- eller anställningsförhållandena för arbetstagarna. Denna primära förhandlingsskyldighet gäller endast mot de kollektivavtalsslutande arbetstagarorganisationerna.

    Syftet med uppsatsen är dels att belysa den här primära förhandlingsskyldigheten och dels beskriva hur den kan tillämpas i praktiken. Frågeställningarna som behandlas är därför följande: Kan arbetsgivaren identifiera de frågor som hör hemma i 11 § MBL? Förhandlar arbetsgivaren enligt 11 § MBL? Finns det andra sätt att komma överens än genom förhandling? Är förhandlingsskyldigheten en nackdel eller är det en fördel att MBL finns för relationerna mellan parterna på arbetsmarknaden? För att kunna besvara dessa frågor ges först en teoretisk inblick i 11 § MBL medan en undersökning vidtogs på ett företag i syfte att studera den praktiska tillämpningen av nämnda lagrum.

    På företaget där undersökningen ägde rum har tillämpningen av arbetsgivarens primära förhandlingsskyldighet enligt 11 § MBL anpassats till verksamheten genom ett Utvecklingsavtal. Företaget ifråga har stående möten en gång i veckan där personalchefen, en personalkonsult och de fyra kollektivavtalsslutande arbetstagarorganisationerna är närvarande. På dessa mötens agenda står företagets verksamhets- och bemanningsfrågor. Syftet med 11 § MBL är att parterna ska verka för att nå gemensamma beslut och där tycker jag att det aktuella företaget har uppvisat ett väl fungerande arbetssätt.

  • 37. Papadopoulou, Frantzeska
    Access and commercial exploitation of PSI (Public Sector Information) and copyright protection: Two parallel universes or simply the big bang?2016In: NIR: Nordiskt immateriellt rättsskydd, ISSN 0027-6723, Vol. 5, p. 505-532Article in journal (Refereed)
  • 38. Papadopoulou, Frantzeska
    Construction and enforceability of Swiss-type claims: The myth lives on?2015In: NIR: Nordiskt immateriellt rättsskydd, ISSN 0027-6723, no 5, p. 479-494Article in journal (Refereed)
  • 39.
    Papadopoulou, Frantzeska
    LLM ; Svenska Industriförbundet.
    Human Rights and IP2011In: Intellectual Property Rights in a Fair Trade World System: Proposals for Reform of TRIPS / [ed] Annette Kur, Marianne Levin, Cheltenhamn: Edward Elgar Publishing, 2011, p. 237-270Chapter in book (Refereed)
  • 40.
    Papadopoulou, Frantzeska
    Linnaeus University, School of Business and Economics, Department of Management Accounting and Logistics. Stockholm University.
    Legal Transplants and Modern Lawmaking in the Field of Pharmaceutical Patents: A Way to Achieve International Harmonisation or the Source of Deeper Divergences2016In: IIC-International Review of Industrial Property and Copyright Law, ISSN 0018-9855, E-ISSN 2195-0237, Vol. 47, no 8, p. 891-911Article in journal (Refereed)
    Abstract [en]

    Modern lawmaking in the field of pharmaceutical patents and surrounding regulation is to a considerable extent based on legal transplants. Legal transplantation contributes to international harmonisation without requiring an international convention, something very attractive for actors in the pharmaceutical sector operating on an international market. Despite its informal character, and alleged efficiency and simplicity in the transfer of legal rules from one jurisdiction to the other, it requires certain caution. A legal rule may very rarely be seen in complete isolation from the rest of the legal system, since in some cases it is not possible to foresee the results of the legal rule in the exporting country before the transplant takes place. In the field of pharmaceuticals, significant examples of legal transplants are the Bolar exemption and the Supplementary Protection Certificate, both transplanted to the EU by the same US Act, the Hatch-Waxman Act. This article evaluates these two legal rules, comparing their strengths and weaknesses to those of the original provisions in order to highlight different aspects of the process of legal transplantation and the effect they have on the formation of the transplanted rules.

  • 41. Papadopoulou, Frantzeska
    Nagoya Protocl and EU Implementation from a South Africa perspective2016In: UNISA Conference Rights to TKGR, 2016Conference paper (Refereed)
  • 42. Papadopoulou, Frantzeska
    Own image rights in Greece and France2007In: Own Image protection: a pan-European overview / [ed] Marianne Levin, Stockholm: Jure, 2007Chapter in book (Refereed)
  • 43.
    Papadopoulou, Frantzeska
    Stockholm University.
    Supplementary Protection Certificates: still a grey area?2016In: Journal of Intellectual Property Law & Practice, ISSN 1747-1532, Vol. 11, no 5, p. 372-381Article in journal (Refereed)
    Abstract [en]

    Supplementary Protection Certificates (SPCs) were introduced in 1992, and have since been considered a very valuable tool for the pharmaceutical industry, allowing for market prolongation and compensating for the effective patent protection time lost in the process of market authorization.

    Over the past five years, numerous Court of Justice of the European Union (CJEU) rulings have attempted to interpret the provisions of EU Regulation 1901/2009 and provide clarity to patent holders as well as generics manufacturers as to the protection requirements and the scope of protection awarded. This article analyses the implication of major CJEU cases concerning the interpretation of Articles 3(a), 3(d) and 1(b) of the Regulation.

    The article also discusses the interrelation between the EU SPC Regulation, on the one hand, and the Market Authorization Regulation and the Market Authorization Directive, on the other, and compares the EU system with that provided by the USA. An analysis of recent case law reveals that now, some 25 years after the entry into force of the Regulation, the system is still obscure. A serious concern also arises as to whether the system as it stands today is simply inappropriate to the protection of modern pharmaceuticals and whether this is also one of the reasons for the growing volume of case law in the field.

  • 44. Papadopoulou, Frantzeska
    The advent of regulatory systems in life sciences? Emerging exclusive rights growing outside the scope of the traditional IP system2016In: European Intellectual Policy and Law, Oxford 5-7e september 2016, 2016Conference paper (Refereed)
  • 45.
    Papadopoulou, Frantzeska
    Stockholm University.
    The unified patent system: A modern EU law construction or a new learnean hydra?2016In: Liber Amicorum Jan Rosén / [ed] Gunnar Karnell, Gotland: eddy.se , 2016, p. 627-636Chapter in book (Other academic)
  • 46. Papadopoulou, Frantzeska
    When the Gastronomic Food of the French meets turkish coffee: EU Regulatory Framework for the protection of foodstuff2016In: Food and Heritage Conference, Montreal 14th June 2016, 2016Conference paper (Refereed)
  • 47.
    Petersson, Sofie
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Svensk domstols hantering av EU-rätten: domstolens skyldigheter gentemot EU och faktiska genomförande av dessa2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Since Sweden joined EU in 1995 many things has changed in the Swedish legal order. This has led to several new obligations for the Swedish courts. There have been a number of changes in Swedish law of procedure, and fundamental principles of law set down by EU, like the principle of direct effect of EU law and its precedence over national law, has presented many challenges before the national courts.

    The most fundamental obligation of the Swedish courts to EU is the duty to make a reference for a preliminary ruling to the European Court of Justice (ECJ). The courts of last instance are obligated to do this in any case where they are insecure of the appropriate application of EU-law. There are only two exceptions to this rule, namely when the ECJ already has ruled in an identical matter (acte éclairé) and in cases where the national court feels that the correct interpretation of the rule of law in question is obvious (acte clair).

    These obligations have lead to a number of problems for the Swedish courts. The Commission has criticized Sweden because of the national courts of last instance unwillingness to request preliminary rulings.

    Whether EU should toughen up and take action against the national courts disobedience or if the criteria for when an obligation to make a reference for a preliminary ruling should get more flexible is constantly discussed at this time. There are several things that speaks for both of these developments and that makes this a very interesting topic to study.

  • 48.
    Runnemalm, Elin
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics.
    Huvudaktörerna i den nya rehabiliteringsprocessen2010Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Debatten om sjukskrivningar och ohälsan i landet är något som ständigt rapporteras om i media. Olika lösningar för hur man ska gå tillväga med att få de som är sjuka tillbaka till arbete, samt hur man ska göra för att förebygga ohälsan på arbetsplatserna. Syftet med mitt arbete är beskriva hur rehabiliteringsprocessen ser ut utifrån det regelverk som vi har idag. Samtidigt ger jag en viss tillbakablick för att kunna utreda rehabiliteringsprocessen. Jag har i mitt arbete valt att utgå från att den som är sjukskriven har anställning, vilket leder till att huvudaktörerna i mitt arbete är Arbetsgivaren, arbetstagaren och Försäkringskassan.

     

    Försäkringskassan är den aktören som har det övergripande ansvaret i att samordna och utöva tillsyn över rehabiliteringsprocessen. Det innebär att det är Försäkringskassan som ska vara spindeln i nätet som får alla trådar att strålar samman i syfte att utforma den bästa planen för den sjukskrivne att återgå till arbete. Samtidigt har försäkringskassan ansvar i att göra bedömning av arbetstagaren efter vissa tidsramar för att pröva om de kan utföra någon form av arbete.

     

    Arbetsgivaren är den aktör som har huvudansvaret vad gäller rehabilitering på den egna arbetsplatsen. Jag har beskrivit vad som gäller både i förebyggande syfte samt vilket ansvar som arbetsgivaren har när personen väl är sjukskriven, och vilka rättigheter samt skyldigheter arbetsgivaren har. Allt från att skaffa hjälpmedel, omplacering och sista alternativet, nämligen avsluta anställningen.

     

    Arbetstagaren är den person som alltid ska stå i fokus i rehabiliteringsprocessen. Hon eller han har vissa skyldigheter att lämna uppgifter till försäkringskassan och att aktivt delta i de program som man gemensamt genom en rehabiliteringsplan har satt upp.

     

    Rehabiliteringsprocessen är en tidsbegränsad process där målet är att den som är sjuk ska kunna återgå till arbete och försörja sig själv. Den rättliga resan börjar här.

  • 49.
    Savlid, Linda
    Linnaeus University, Faculty of Business, Economics and Design, Linnaeus School of Business and Economics. Linnaeus University, Faculty of Humanities and Social Sciences, School of Social Sciences.
    Arbetsgivares möjlighet att vid rekrytering lägga vikt vidarbetssökandes personliga lämplighet – diskriminerande?2011Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    It is a difficult thing to do an assessment of qualifications, particularly when it comes to the factor “suitability as a person” - a criterion that isn’t easily measured and which according to both the Swedish Equality Ombudsman and the Labour Court causes some concerns. The general purpose of this paper is to map out which space Swedish law gives employers in Sweden, in a recruitment situation, to take into account the job applicants’ suitability as a person for employment, without risking being guilty of direct discrimination. Whether there is a legitimate concern that employers' opportunity to consider the job applicants’ suitability as a person for the position can negatively impact women in leadership positions to a larger extent than men in the same positions, will also be analyzed. An analytical perspective, with a legal dogmatic method and use of theory of leadership and sex, is being applied. Among other things, legislative work, law and case law is being used.

    Employers in Sweden have a maintained right to freely employ, but the prohibition to discriminate sets some limits. They always have a legitimate interest that the person being recruited will be suitable for the advertised employment, and are entitled to take in account that the work should be performed in the most effective and the best way possible. However, personal qualities are allowed importance in the assessment of qualifications only when they really have an impact in the performance of the duties associated with the position. Also, the assessment of qualifications should be done in an objective and according to discrimination law acceptable way.

    The normal procedure of obtaining information on a job applicant's suitability as a person is to contact references who have relevant personal knowledge of the job applicant. The employer must also evaluate the information in an objective way. Employers are nevertheless entitled to give the observations being done in the event of a job interview great importance, if the interview was correctly performed. However, there are limitations to what employers may include in the evaluation of the job applicant's suitability as a person, for example when it comes to his or her former behavior.

    A lot of people have stereotype opinions about male and female behavior. Female leaders are believed to be less effective than their male colleagues, notwithstanding both are acting exactly the same way. Also, the same quality is being described as negative if being held by a woman but positive if a man has it. Employers' ability to give personal suitability importance in the assessment of qualifications therefore causes a concern that women in leadership positions will be more widely negatively affected than men with the same position, since employers then are being given an opportunity to apply stereotype opinions to the assessment of qualifications – which disfavors women.

  • 50.
    Schömer, Eva
    et al.
    Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
    Funck, CarinaInstitutionen för handelsrätt, Lunds universitet.Mulder, Bernard JohannKristianstad högskola.Nyström, BirgittaJuridiska fakulteten, Lunds universitet.Westregård, AnnamariaInstitutionen för handelsrätt, Lunds universitet.
    Övningar för kurser i arbetsrätt2005Conference proceedings (editor) (Other academic)
    Abstract [sv]

    Arbetsrätt omfattar de regler som behandlar förhållandet mellan arbetsgivare och arbetstagare. Boken innehåller arbetsrättsliga övningsuppgifter på såväl grundläggande som avancerad nivå och spänner över stora delar av det arbetsrättsliga fältet. Boken vänder sig till dem som vill träna sig i arbetsrättslig problem – och konfliktlösning och kan med fördel användas vid arbetsrättsliga studier samt vid studier i jämställdhet och mångfalt inom det genusvetenskapliga fältet.

12 1 - 50 of 61
CiteExportLink to result list
Permanent link
Cite
Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf